The research project aims at analyzing the success factors of training. We assume that training financed by companies is an indicator for success since companies obviously have a commercial incentive to invest in further education. Thus, this research project attempts to document existing further training by companies. A best-practice-analysis of the existing training represents a short-term reasonable proceeding to identify success promising on-the-job training. As a result, support programs could be targeted on adaptation of successful practiced further training measures by other companies. In addition, a program could seek to transfer the best-practice-analysis to the not yet covered demand for further training.
Secondly, the demand of further training ought to be determined divided into already by private training measures of companies and not yet covered demand. In a successive analysis, reasons will be determined, why companies do not cover their own demand by training. Lacking investment in on-the-job training could be mainly due to the low appropriability of the profit of training. This is the case for instance if the probability is high, that the employee changes to another company after the training.
The study is divided into several modules, which will be partly realized in Germany and partly in Indonesia. There will be a analysis of data and literature. Yet core of the report are case studies on best practice in training of selected companies in Indonesia. Here, it shall be studied, what training measures are implemented, how they are financed, which motivation exists for them, how and where they are held and which problems occur. Suitable companies are medium-sized and large firms with Indonesian as well as foreign ownership, e.g. subsidiaries or joint-ventures of foreign multinational companies. The inclusion of companies of different nationalities has the advantage to compare the efficiency of different national training concepts. Subsidiaries normally attempt to adopt and adapt the concepts of the parent company for Indonesia. For example it is likely that subsidiaries of German companies in Indonesia adapt, or at least attempted initially to adapt, the characteristics of the German training system. Interview partners within the companies should preferably be human resources managers. The interviews comprise questions on the qualification and skills of the employees, the demand of skills by the firm and the already existing training measures. If demand for skills is not matched by supply and training it will be asked why there is a lack of supply, respectively why the firm does not invests in further education and training. We plan to interview about ten companies with an emphasis on companies which have particularly high training expenses. Further analysis shall identify, which factors of success (e.g. especially company specific training, long-term employment incentives and so on) characterize the extend of training of companies.
01.04.2002 - 30.11.2002
Prasetiya Mulya Business School, Jakarta, ID